Has this ever happened to you as a manager?
One of your direct reports doesn’t do what their job (function) requires them to do.
Perhaps they didn’t get a report in on time or they showed up late for work because they slept in or they left out a crucial step in a project which caused a delay in production.
Each of these behaviors is “non-performance”. In other words, the person who reports to you hasn’t “performed” what’s required of them in their function.
And, as a manager, you’re expected to deal with it.
Yet, many managers let it slide, with cascading consequences down the line where the “little” problem has now become a much bigger one with a more serious negative impact on the people or the organization.
Why does this happen and what can you do about it?
Many of our client managers tell us that they really dislike dealing with non-performance and that they feel vulnerable when they do.
Here’s the cause of these feelings.
Most people (not just managers) are uncomfortable with conflict mainly because they interpret disagreement as conflict.
Here’s how this works.
When a manager has to deal with someone’s non-performance, it means they have to “disagree” with how that person is currently behaving.
And, because they interpret this “disagreement” as conflict, they become uncomfortable and, as a result of their discomfort, they give themselves permission not to deal with the non-performance. This happens mostly unconsciously.
What the manager doesn’t realize is that when they do “nothing”, they have actually done “something” – specifically, they have acknowledged that the non-performance is OK, because if it wasn’t OK they would have dealt with it.
When this unconscious “discomfort” response isn’t monitored, it means that they are actually letting their personal discomfort get in the way of effectively dealing with the non-performance issue, which has the potential to create cascading negative consequences.
Although we have dealt with “5 Ways to Deal with Identified Non-Performance” in another blog , our experience has shown that the topic is so critical to successful business that we are expanding it here.
As a manager, there are 3 ways you can help neutralize your discomfort and deal more effectively with non-performance. Continue Reading